Revenue Roadmap
Revenue Strategies for Family Law Firms
Learn from the experts behind the growth of sterlinglawyers.com Anthony Karls, President of Rocket Clicks/co-founder of Sterling Lawyers, and Tyler Dolph, CEO of Rocket Clicks, interview the experts in all the areas that will drive revenue and increase profits for family law firms
Get technical knowledge and learn from the experience of those who paid the price to learn what it takes to grow from an idea to an exclusively family law firm with 30+ attorneys.
Revenue Roadmap
Why NURTURERS are the GLUE in Any Law Firm
Did you know Nurturers make up 43% of most organizations?
Your law firms are filled with these amazing beings—and it’s time for you to discover how to unlock their true potential and link it to your business growth.
This Revenue Roadmap episode features expert insights from Tyler Dolph, Anthony Karls, and Matt Hacker as they recognize and empower nurturers, highlighting their unique ability to maintain relational harmony and drive positive cultural change.
By understanding these dynamics, you can harness their strengths to create a strong, cohesive law firm.
📲 Subscribe Now: https://www.youtube.com/@rocketclicksdigital
📝 Schedule a FREE Family Law Firm Audit: https://rocketclicks.com/schedule-a-family-law-quick-audit/
CHECK OUT THESE RELATED VIDEOS:
5 UNIQUE Voices in Your Firm (You’re Not Listening Enough!)
https://youtu.be/Kr5H52Bqii4?feature=shared
The 3 Vision Statements Your Law Firm NEEDS to Have
Why Creating Your Law Firm’s CORE Values Matters
https://youtu.be/JaOFpWeZP4k?si=gj9n1twH4xo8Ij-R
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📄 CHAPTERS
00:00 - Meet Your Hosts & Dive Into the Nurturer Concept
02:03 - Unveiling the Key Attributes of Nurturers
07:12 - The Unique Value Nurturers Bring to Your Firm
10:28 - Understanding and Empowering Nurturers
13:08 - Potential Challenges and How to Overcome Them
15:28 - Ensuring Nurturers’ Voices Are Heard and Valued
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Follow these steps:
1. BOOK A FREE 30-MINUTE AUDIT WITH US: https://rocketclicks.com/schedule-a-family-law-quick-audit/
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Tell me in the comments if you liked this podcast and what other kinds of topics you would like to see.
A nurture is going to care more about the culture of your organization than what they're going to care about the panel. And it's not that they don't care about the panel. That's not it. It's just their natural tendencies to push them to care more about the. People they know something that they should say, but like, everything's going well. They might not say it if you didn't create space for them. Most of the time what they have to say is super valuable in the context of how we're thinking about the change. Welcome back to the Revenue Roadmap, the podcast designed to help law firm leaders take their practice to the next level and build the firm of their dreams. My name is Tyler Dolph. I am the CEO of our hyper focused agency called Rocket Clicks that works exclusively with family law firms across the country. We built Rocket Clicks out of the fact that we own and operate our own family law firm called Sterling Lawyers, that we've grown over 30 attorneys across two different states and 25 offices. Today, we're going to continue down our our giant people series. We're going to dive into the nurture of voice, which is the largest communication style amongst many organizations. Today we have Toni Carls, who is the co-founder of our law firm, as well as the president of our agency, along with Matt Hawker. And that leads our people organization, leads the team, and helps them realize their voices, helps them become better leaders. This is a great episode on better understanding who your team members are. What voice they use, and their communication style to really dive in and unpack what makes them tick. I think you're going to love it. Welcome. Welcome everyone. This is revenue roadmap where we talk about driving revenue and increasing profits in local businesses. I'm your host, Anthony Carls, president of Rocket Lakes. Today I'm joined by Mr. Matt Hawker. He is. What's up product owners here. These are BDC national team. He also leads, our joint implementation. Yes, sir. So today we are continuing our talk on leadership. Last week we kind of give an overview of our voices lesson. We talked give an overview of our voices. We're going to start diving deeper into these voices in our giant program. Talk a little bit about the nurturer today. And we'll have more information for you about that in a second. But before we do that. Oh boy. I give you to give me the question of of the day. All right. Matt, what is the most interesting place you've ever traveled and why did you enjoy it? I love these unscripted questions. The most interesting place I've ever traveled. I, I think I would have to say so. I've been. So music is a very big part of my life, especially singing. A lot of people don't. They're like, you don't look like a singer. It's like, it's okay, I know, but I've. I've sang a lot of sang all over the world. And probably one of the coolest places that I've ever been was Ireland. And, when we were there, we actually got instead of just staying in, like, a regular hotel. We got to stay in a hotel that used to be a castle that sat on top of a big hill in, like, the middle of nowhere in Ireland. And it was beautiful. And like there were the big lions out front. There was the, the cavern underneath where, like they used to, used to be the jail. It was, it was amazing. The library was like a three story library, which just still had all the original books, like on the walls. They turned it into a bar area to sit and mingle with people. It was super cool. So that's probably the coolest place that I personally have ever been. I went with the whole bunch of buddies of mine that I that I sang with when I was in college. So, it was a long time ago, but it was a lot of fun. Yeah. And, I would love to, I'd love to go back there and take my family there or something. You know, I would say Johnny's going to listen to this, like, when are we going? When I when. It's it's on the list for. What's good. Okay. So let's jump in. So let's start. We're going to the next couple episodes that we do together. We're going to talk about each of the five voices in detail. Give a good deep dive overview. So when we talk about the nurturer voice describe describe the nurture voice like what is who are they generally. And obviously all of these are generalizations. They're not specific archetypes, but they help they help understand people generally. Yeah, absolutely. So nurturer they are they are really like the, the champion of the people, the people part of your organization. Like that's what they care about the most. They're all about people. They're all about relational harmony, and they're all about like values that relate to culture. And the reason why nurture is, like, so important. All the voices are important, but especially like understanding of nurture and what their natural tendencies are is because nurture is make up about 43% of our general population, 43. So 43 people, you have a hundred people in your org, 43 of them are going to be a nurture more than likely, or around that number. So it's a very large majority. Right. They yeah, they're they're people focused. That's kind of the biggest, the biggest piece about them. They care deeply for everybody on their team and they love celebrating the accomplishments of others on their. Yeah. And I know one of the things that they sometimes struggle with is taking thinking how thinking about how they bring, bring, bring it themselves sometimes. Yes. I mean, assets on our team can be nurturers and, they, they discredit the value they bring, because they don't want a way of others and the relational harmony that they might disjoined by taking credit and making people feel, feel a certain way. So if you could, if you kind of jump in, what are when we go through our giant assessment in this first seminar that we do when we're asking the team, we ask them to, you know, great, great. All these statements that we have here on, green, if it really fits green, yellow if if it's somewhat yellow, if it's kind of, yellow red if it's like, maybe a little bit, but not really in red if it's like, yeah, that that does sound like me at all. Yep. So we read a couple statements off and that's kind of what, what this voice typically looks like. So like what are what are some of these things describing for. So for the nurturer, they, they intuitively feel how an organization will react to a new idea. So, you know, you have a new idea and or concept comes up. A nurturer is going to say, I don't know. Well, I don't know how our team's going to take that or I don't know how we're I don't know how everybody's going to handle. I don't know how everyone's going to handle that. And we have we thought about that. And that's one of the that's one of the big things too. Like they're pragmatic realists. That, that sit in the moment and they say has this really been thought through like there's some different voices. We're like yep let's do it. Let's go. We're going to get there and they're like whoa, whoa guys hold up. Like has this, has this really been thought through? Have we've really done our due diligence to think through the how this is going to affect the team. And that's one of the biggest things that they can bring to your team, because it's kind of like the nurturers or like the, the, the the reins. If you're like riding a horse, they kind of like slow you down when you need to slow down to take a look at the view. Well, the view is the rest of the people in your company. Yeah. It's good. It's what? So they, I talked about, like, they take genuine delight in celebrating the achievements of other people. Their natural team players. And one of the things I would, I don't I don't like to call it a downside, but we all have we all have downsides and it's just part of life. Nobody's perfect. But one of their one of theirs is like you talked about, they don't ever like to kind of, take credit for any of the things that they do. They'll they'll push it off to other people. And I think part of that is because they're really they're really resistant to change. They're they're kind of overly resistant to change. Might you say, and because of that, sometimes they can they can demonstrate some passive aggressive tendencies. Anybody have passive aggressive tendencies. Anybody on their team. But it's okay because every every team needs our nurturer. But these are some of the things that we kind of have people go through. It's like, does this is the sound like you? Yes. No, maybe a little bit. And then we have them. We have them color, color these red green and yellow like you said. Yeah. And they're, they're, they're unbelievably helpful when you're doing super large changes, getting their buy in and feedback first, and then having them help deliver the message and really get out all of the things, all the details beforehand is a really good idea because they're going to they're going to think about all the things that, like a pioneer voice won't think about who's more likely to initiate change. And they're gonna be like, yep, this is step one, two, three process and the nurture is going to come along and be like, what about all this? This is actually 30 steps. And what about all the 27 that you missed. And how is that going to make the team feel when they're lost and confused frustrated and like they're not going to want to do this. Everyone's going to be resistant and they're going to say, all of that stuff for you if they feel safe and if they feel confident, or it's really up to you to create a space for their voice, is there. That's like we talked about in the first session. We talked about these a little bit. What is their voice volume? What like their voice volume is very low. So they're not going to be somebody that speaks up first in a meeting. They're not going to be if you're asking for like audience participation in a medium or in a meeting, they're not going to be the ones that say, I'll go first. That's probably going to be your connector. But you just said it like you have to create a safe space for them in order to do that. And one of the ways that that we do it here, rocket clicks, is if I'm in a meeting with a nurture, and I'm looking for feedback from people within the room, I always call in on the nurturer first. I want their voice to be heard because they're not naturally going to speak up for themselves. If others are in the room that have a louder voice. Their voice is is the quietest voice out of all of the voices. So super smart people with a lot of things to say. They just don't like to say it. Because a lot of times, if somebody doesn't agree, they're conflict averse, right? They don't they don't want to cause conflict. They like that relational harmony. They like harmony within the team. So they just kind of sit back on those. So you have to create that space for them. Yeah. Even on a leadership team, if you have a nurture on your leadership team and they're surrounded, if they're surrounded by, more future oriented voices, more guardians, that are present but very logic based, the pioneers, or very logic future based or connector or future, relational based. So they're surrounded by that and they're like, oh, the group is having a good time talking about this. And they like, know something that they should say, but like, everything's going well. They might not say it if you didn't create space for them to say it. Correct and then correct. Most of the time what they have to say is super valuable in the context of like how we're thinking about the change. Absolutely. That could be missed because we're excited about the future and all the all the details about the future and how we're going to get there. And all of that. And if we don't invite them in intentionally and get their feedback about how the other team going to respond, how team are going to feel, how do we get this implemented? Well, how do we get there? By in, you're going to come to the team and you're going to try to implement and you're going to get the big old break stop sign, because you didn't do a good job including all the people that you needed to. It's absolutely right. Like it's so easy for so many of us to think in the future. But a nurture is voice like. They live in the present, right? And they live and, you know, all of the stuff that we've talked through too, it's no surprise, like they're very relational based instead of logic based. Right. So, your nurture is going to care more about the culture of your organization than what they're going to care about the PNL. And it's not that they don't care about the panel. That's not it. It's just their natural tendencies push them to care more about the people and that that's that relates more to the culture. And it's not, what are the people gonna do in the future? It's how are we going to think about this and feel about this? Yeah. Awesome. So, just to recap on the nurture their champion of voice, relational harmony values, watch out for, nurtures kind of your conflict, often won't speak out, and like, and, something is not right. Alarm bells, red light. If they're really silent, they're. Beware of silence. Invite them in if you're experiencing that. Oh, it seems like something's really quiet. Not saying much that you probably need to form. And because you're missing something. Have to create that space. And then how to empower them? Let them speak first, like you said, you know, affirm their competence and like, affirm their confidence in their genuine value that they contribute to the team because they'll discredit that. Because one of. The going to bring is going to be, it's going to feel like bricks. So it's hard for them to bring it because they don't they want to preserve a relational harmony with their if they're on a leadership team with that team, and they also want to do that with the teams that they're on. So like they're they're kind of getting some conflicted, conflicted feelings sometimes. So you got to empower them. The biggest things that you can do to empower and nurture is to explain to them and show them, like the impact that they had on other people, like because of what you did person, this person was able to grow in this way. That's going to make them feel amazing because they're all about the people. They're all about bringing value, and they're not going to call it out on themselves. Like, hey, guess what I did? So you have to call that out for them. You have to be their champion to say, you know what this is because of because of you, our company was able to do this or this person was able to. Yeah. When we were going through the giant certification process, one of the things they say in there is, you can complement and nurture every single day for the rest of their life, and they still probably won't believe that they're really good at what they're really good at. The same, that's just how they're wired. Like they that's compliment. I'm over the moon and like, they're still going to say, I don't know if I'm good enough. So keep going on their confidence. Vitamin is they'll help you. Absolutely awesome. Appreciate it sir. So next time we meet, we're going to, dive into the creative voice and we'll continue on our journey here. One thing I do want to bring up also with, with or nurture is if you don't treat them well or if you don't treat the people that they care about, well, they will start to remove that care from people. They'll start to remove that, that, that wants to, to help people. They'll start to remove the care that they have for everybody else. And then that's when things can get super toxic. So I think in a in the later podcast that we're going to do down the way, we're going to talk about weapon systems and the nurturers is the removal of care. So, a little preview for what we'll talk about later on down the road. But, it's a really important thing to make sure that they know how valued they are and to not mess with their people. Yeah. So appreciate it Matt. Absolutely. Look forward next time. Yep. See you later. Thank you so much for joining us. We hope that you now see the power of embracing the different voices on your team to help foster stronger connections and a healthier culture in your practice. Don't miss our other videos for more practical strategies on how to grow your firm and lead your team more effectively.
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